Lincoln Creed

While selling products may not be your idea of a walk in the park, business are seeing an increased demand for people with the ability to sell. In her new blog post, Karyn Mullins reviews some of the tactics that sales minded individuals respond to the most often. By being direct, brief and only including information that will be relevant to accepting a second interaction and providing direct contact information for the company, you’ll likely be happier with your improved success.

Key Takeaways:

• Recruiting and hiring a top sales professional can be challenging, which is why a focused approached through LinkedIn is essential.
• Ensure the note that you send to the candidate gets straight to the point, ensure it is clear, and have something from your hiring manager.
• Finally, make sure you provide an easy way to access your website and make them want to approach you for more information.

“Your first point of contact could make or break your potential relationship with a top sales candidate.”

Read more: https://www.recruiter.com/i/5-tips-to-help-you-craft-a-linkedin-message-sales-reps-will-respond-to/

Once the 2000’s came upon us, video conferences became more and more popular throughout the workplace. In 2019, team leaders are now utilizing artificial intelligence (AI) during the hiring process. Hiring managers claim that not only are video interviews an efficient way to evaluate potential employees, but it is also a very engaging process. Candidates will have the opportunity to engage with the system and learn the machinery while they are relaying their skills and abilities.

Key Takeaways:

• Teleconferencing took hold around the early 2000s, which also led to the use of videos for interviewing.
• Machine learning can aid in the interviewing process by finding patterns that emerge over time.
• By finding those patterns that underscore the more effective interviews, it is possible to develop predictive models of successful interviews.

“While this innovation took place outside of HR technology, inside the space vendors took note, recognizing video’s ability to revolutionize the traditional interviewing model.”

Read more: https://recruitingdaily.com/the-long-reel-ahead-whats-in-store-for-video-interviewing/

For the past five years, companies have had no problem when it comes to collecting data from their customers. Unfortunately, once they’ve collected this data, they have no idea what to do with it. This is where data scientists come in. In order to ensure that you’re hiring a reputable data analyst, it is best to put an extensive amount of effort into the recruitment process so that you’re gaining team members that know what they’re doing.

Key Takeaways:

• In order to make effective use of data, an organization’s employees must be free to ask the right questions and use data to answer them.
• Poor hiring and management processes can prevent you from recruiting employees able to use data effectively, and stifle any data experts that you do recruit.
• You need to be able to communicate using formats and language choices that your target audience will understand and be receptive to.

“Let me explain this as directly as I can: having data means nothing unless there is a way to present it to decision-makers (check-writers) in a way they understand.”

Read more: https://recruitingdaily.com/what-if-analytics-is-more-of-a-leadership-problem-than-a-technical-problem/

Being on the lookout for a new job can be exhausting, especially when you’re met with one bad hiring manager after another. Hiring managers are not consistently experiencing how hard the job market is at any present time, which is why they may seem as though they lack empathy at times. It is important not to let these negative experiences with hiring managers cloud your perception of the future, as there are several hiring managers out there who will value your effort and validate your performance.

Key Takeaways:

• Hiring managers may ask about your age or family status even though they are legally not allowed to.
• Even though the news consistently reports low unemployment rates and talent shortages, that message doesn’t always appear to impact hiring managers’ behavior.
• Good hiring managers should be honest and straightforward with candidates, ask good questions and provide real answers.

“Job searching is like dating. It’s really tough until you find “the one” — and all you need is one good job to change your current situation.”

Read more: https://www.recruiter.com/i/dont-let-bad-hiring-managers-get-in-your-head/

When you’re consistently working in a toxic environment, the associated stress can often lead to you feeling burnt out. Burnout can show itself in several ways such as becoming sick, dealing with mental health issues, and a loss of motivation. To avoid burnout, there are ways to deal with your toxic work environment more effectively such as not checking emails before you leave for work that day. Also start your day on positive footing such as exercising before you go in for your shift.

Key Takeaways:

• Toxic workplaces are stressful and emotionally taxing, with unrelenting backbiting and interpersonal conflict.
• Some of the signs your workplace may be toxic enough to cause burnout include a persistent dread of going to work, high turnover and high levels of mutual distrust.
• If your workplace is toxic, try to be positive, make friends and avoid conflict, but also be prepared to document everything, just in case.

“If you’re starting to feel the onset of burnout yourself, it may be time to step back and take a look at your work environment.”

Read more: https://www.recruiter.com/i/science-says-do-these-12-things-to-survive-your-toxic-workplace/

Finding prospective employees that actually show promise with a certain position can be a difficult endeavor, but asking the right questions can help generate responses that help you better evaluate how each interviewee would fit in with your company. You should always ask the interviewee how they define long-term success. This will give you an idea of what their future goals are, and if these particular goals align with the vision that you have for your company’s future.

Key Takeaways:

• Bad hires cost companies hundreds of thousands per year, so a company is better off hiring the right people in the first place.
• One way to find the right people is by asking enlightening questions that take you to the core of who they really are.
• Through these questions, you can shed some light on their personality, their work ethic, their values, and their experiences.

“If you want to elicit thoughtful, authentic responses from candidates, you need to put the same amount of effort into your queries.”

Read more: https://www.recruiter.com/i/to-find-the-perfect-candidate-ask-these-12-questions-in-every-interview/

There are many reasons why employees experience burn out in today’s world. Industry moves at a fast pace, political climate can effect one’s job and then there are the trade disputes. One way of alleviating this burden is to do outside research into the industry. Have your employees take a hard look at facts versus the rhetoric they hear. Give your employees a larger role in the company by putting them in charge of a meeting or fixing problems. Reinvesting in employees through outside training sessions may also reduce burnout. Employees that feel like they are contributing to the company will feel more positive about their employment. Also, have quarterly meetings to check in with team members, it builds working relationships.

Key Takeaways:

• Encourage employees to think outside the box, to learn about and identify with the company.
• Provide upward growth opportunities, learning and involvement chances to keep employees engaged.
• Private progress reports and personalized growth plans give a sense of meaning and care.

“Now is the time for leaders and managers to look at the latter half of the “recruitment and retention” equation.”

Read more: https://www.recruiter.com/i/3-ways-to-re-energize-employees-in-the-age-of-burnout/

A disgruntled employee can do an extensive amount of damage to the reputation of a business, and many businesses are hiring employees that specialize in outplacement services in order to help terminated and laid off employees leave on the right foot. Traditional outplacement services help transition employees into the job market with the necessary resources, contacts, and skills to succeed. Outplacement positions are considered a form of brand management when it comes to saving the company negative attention through online platforms and hearsay.

Key Takeaways:

• One good reason for using an outplacement service is that angry or disgruntled employees now have far more ability to damage your company’s brand, especially among new hires.
• Large companies are both more able to afford outplacement services and more likely to be concerned about using former employees as brand ambassadors.
• Some sectors are more likely to use outplacement services than others, such as tech companies and companies in industries with lots of mergers or other turbulence.

“The monikers are various but the service is ultimately the same: helping employees find new jobs or career paths, typically after a layoff or termination.”

Read more: https://www.recruiter.com/i/the-outplacement-primer-where-why-and-how-companies-are-using-outplacement/

An employee who was recently laid off may find themselves in a stressful predicament when it comes to finding a new job, but studies have shown that individuals who were recently laid off are actually more open to new positions than other prospective employees. It is imperative for these employees to redevelop their resumes into one that includes all of their recent experience and resources so that they appear to be as adaptable as possible to the new workforce.

Key Takeaways:

• Hiring managers sometimes do not discern between firing and layoffs when judging candidates.
• Employees may be part of restructuring or mergers, and have needed personality, talent and skills
• Companies may simply have a surplus of a specific skill, and the laid-off candidate may be a great fit for another company.

“In fact, layoffs present a valuable opportunity for hiring entities as experienced candidates reenter the job market.”

Read more: https://www.recruiter.com/i/finding-a-new-job-after-a-layoff/

Did you know that about 78% of employers use email as the main way to communicate with their employees? Only around 2% engage in innovative communicative methods such as mobile apps, which is quite discouraging. Many experts claim that emails are simply a tool for broadcasting, and they do not offer employees a way to actually express their own concerns with the company in a direct manner. Experts such as Geraldine Osman claim that mobile apps are the only options that offer a way for employees to communicate openly and effectively.

Key Takeaways:

• Carefully collect and analyze data on how your employees engage with the tools your provide them, to include what topics people are interested in and when they use communication tools.
• Low levels of employee engagement can damage productivity, increase attrition and discourage potential employees from applying.
• More and more employers are gig or remote workers or freelancers, but these people are still part of your enterprise, and you need to engage them.

“Osman notes that email and newsletters are also problematic because they are purely “broadcast tools” that do not offer employees any means of expressing their voices, sharing opinions, or giving feedback.”

Read more: https://www.recruiter.com/i/relying-on-email-may-kill-employee-engagement/